Charlotte Area Liaison Group Logo
  • Home
NILG 2019 Conference Logo

“The Charlotte Area Liaison Group is dedicated to fighting discrimination in all of its forms. It’s the core mission of our members. We are proud to host our membership in Charlotte in 2016, a city that has shown it too is at the forefront of fighting discrimination.”

What Federal Contractors Can Expect

OFCCP recently published “What Federal Contractors Can Expect” to formalize expectations for interactions between OFCCP and companies doing business with the federal government, federal contractors and subcontractors. Among other things, the agency recommitted to timely and efficient progress of compliance evaluations, reasonable opportunities to discuss compliance evaluation concerns, and opportunities to provide meaningful feedback on the quality of the agency’s compliance assistance offerings.

Learn more about all of the things contractors can expect here.


OFCCP updates FAQs on new VEVRAA and 
Section 503 Final Rules

OFCCP has updated the Frequently Asked Questions (FAQs) regarding Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act (Section 503) Final Rules.  The new FAQs address questions the OFCCP has received regarding the implementation of the new rules.


A few of the new FAQs include:


1. May contractor satisfy the EEO tagline requirement by abbreviating "disability" and "protected veteran status" as "D" and "V", respectively?

Contractors may refer to those protected by Section 503 or VEVRAA by abbreviation, but such abbreviations must be commonly understood by those seeking employment. Simply using "D" and "V" are not adequate abbreviations for this reason. For those protected by Section 503 or VEVRAA, the tagline should at a minimum state "disability" and "vet" so that the tagline will be clearly understood by jobseekers.

2. The data collection requirements in section 60-300.44(k)(2) of the Final Rule require contractors to document "the total number of job openings and total number of jobs filled." Does the "total number of openings" refer to the number of requisitions or job vacancy announcements, or to the number of individual open positions referenced in the requisitions or announcements?


The total number of job openings refers to the number of individual positions advertised as open in a job vacancy announcement or requisition. For example, if one job vacancy announcement or requisition includes 5 open positions and results in 4 hires, the contractor would document this as 5 job openings and 4 jobs filled. 


Use the links below to view the complete FAQs:  


The VEVRAA FAQs are available at


The Section 503 FAQs are available at


OFCCP Logo 236 x 110


OFCCP Posts New Section 503 Checklist Tool


OFCCP has posted a new interactive tool that contractors may find useful. The Checklist for Compliance with Section 503 of the Rehabilitation Act of 1973 was developed by the Department of Labor’s Office of Disability Employment Policy, in coordination with OFCCP. The Checklist is designed to help contractors assess their compliance with the affirmative action program (AAP) requirements of Section 503 by answering a series of “yes/no” questions about their company’s practices and policies.  


Contractors are not required to use the Checklist, and using the Checklist does not ensure compliance with the Section 503 regulations. However, using the Checklist may help a contractor enhance its awareness of its AAP obligations and alert it to potential compliance problems that may need correction.


The Checklist for Compliance with Section 503 of the Rehabilitation Act of 1973 can be found at on OFCCP’s Contractor Assessment Tools and Trackers Web page.

Bookmark and Share

Official DOL Seal

Questions? Contact Us


Upcoming events

November 14, 2019 11:30 AM • Harris Conference Center, 3216 CPCC Harris Campus Dr, Charlotte, NC 28208.


Being a member of CALG gives me an opportunity to stay up-to-date with AAP requirements and trends, and to hear valuable information from experts in the field. With this information I can better assist my clients in complying with OFCCP guidelines and requirements. CALG also enables me to communicate with other HR professionals concerning ideas for enhancing Affirmative Action processes and procedures.

Gale L Staff, John B. Kuhn and Associates

The benefits of my company being a member of CALG is, “I learn from a group of highly skilled professionals the real issues that are confronting employers trying to meet the regulatory requirements associated with conducting business as a government contractor. "

Scott Thomas, Time Warner Cable

I became a member of the CALG because at the time I joined as a generalist I knew very little about the details of affirmative action. The CALG provided an organization that included many senior HR professionals who had many years of experience with affirmative action, who knew the details of the regulations, and who were willing to share their knowledge. In addition, CALG provided a opportunity to discuss regulatory issues directly with employees of OFCCP who were always willing to discuss and explain regulations.

David P. Thomas, BB&T

Follow CALG on social media!

© Charlotte Area Liaison Group (CALG)
Powered by Wild Apricot Membership Software